How to Navigate Emerging Markets for Remote Teams

"What am I doing wrong?" he asked. Nothing. The remote job landscape has fundamentally changed. A client with 10+ years in engineering leadership came to me last month after 200+ applications and zero callbacks. He asked what he was doing wrong. Nothing, I said. And everything. The traditional application process is broken for remote roles. When a company posts a remote position: 🫠 They receive 5-10x more applications than on-site roles. 🫠 They're flooded with qualified candidates from every time zone. 🫠 They're overwhelmed by the volume of similar-looking resumes. Your competition isn't just local talent. It's global talent. This calls for a completely different approach. After helping dozens of professionals land remote positions in the past year, I've found a few things that have actually worked: 1️⃣ Become known before you're needed. Cultivate relationships with decision-makers before there's an opening. The best remote opportunities are often filled before they're posted. 2️⃣ Solve problems publicly. Create case studies of challenges you've solved. Write detailed breakdowns of your approach. This demonstrates your thought process, not just your skills. 3️⃣ Build your own validation. Don't wait for companies to validate your expertise. Build a portfolio that proves your capabilities without needing their permission. 4️⃣ Target companies with remote-first cultures. Companies that reluctantly offer remote options will always favor on-site candidates. Focus on organizations that have embraced distributed teams as their core identity. In today's market, traditional job search tactics are a recipe for frustration. The path to remote work isn't through application portals. It's through becoming the obvious solution to a company's problems. Stop applying anonymously. Start solving problems visibly.

The 10-minute daily habit that's helped my clients land remote roles 3x faster than traditional methods... 👇🏼 Most remote job seekers spend HOURS each day scrolling through the same job boards as thousands of other applicants. Sometimes all these need is a few simple shifts or “hacks” to stand out from the crowd… After helping hundreds of people land remote jobs, I've learned success comes down to consistency with the right activities - not the time spent. I call it the "10-Minute Connection Method" - and it's dramatically outperforming traditional application strategies. Here's exactly what to do: ✅ 1 // Identify ONE ideal company each day Don't spread yourself thin across dozens of random postings. Research and select a single company that truly aligns with your skills and values - whether they're actively hiring or not. ✅ 2 // Find TWO people to connect with Locate someone in your target role and someone on the hiring team. Don't just follow them - study their recent posts and activity to understand what they care about. ✅ 3 // Make ONE meaningful engagement This isn't about generic comments like "Great post!" Leave a thoughtful, value-adding response that demonstrates your expertise and perspective. Make it impossible to ignore. ✅ 4 // Track everything in a simple system Keep a spreadsheet of your daily connections with follow-up dates. This turns random networking into a structured pipeline of opportunities. — The power of this approach is in the compound effect: // After 5 days: You've made 10 strategic connections // After 30 days: You have 60 potential pathways to hidden opportunities // After 90 days: You've built a network of 180 people who can refer you internally — My client Jason had been applying to remote marketing roles for 4 months with zero interviews. Within 3 weeks of implementing this method, he had conversations with hiring managers at 5 companies - 3 of which weren't even publicly hiring yet. The most surprising part? This approach actually SAVES time compared to endless application submissions, while delivering drastically better results. Remote work is fundamentally about relationships and trust. Shouldn't your job search reflect that? Here’s to us “escaping the cubicle” Wes 📌 Remote job searching? Comment “resume” and I’ll send you my Remote Resume Checklist to help you get started. #remotework #jobsearchtips #resumewriter 🎥 (@chandanartacademy)

How to find 𝗨𝗦𝗔 & 𝗖𝗮𝗻𝗮𝗱𝗮 𝗿𝗲𝗺𝗼𝘁𝗲 𝗷𝗼𝗯𝘀 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻, even if you live outside those countries. I get this question a lot, so let me simplify it in 7 simple steps: Step 1: Use LinkedIn’s job filters (correctly) Go to the Jobs tab and use these filters: → Location: type “Remote” → Country: select United States and Canada → Job Type: Full-time → Work Type: Remote This ensures you’re only seeing roles that are remote and based in North America. Step 2: Use the right keywords In the search bar, try: → “Remote Data Analyst USA” → “Remote Data Scientist Canada” → “Fully remote data engineer” Mix in keywords like: • “Global team” • “Worldwide” • “Remote-first company”    These companies are more likely to accept international applicants. Step 3: Focus on companies that hire globally Target companies known for hiring remote international talent: → Automattic → GitLab → Toptal → Zapier → Deel → Doist → Oyster → Remote.com Search “[Company Name] careers” and look at their hiring policies.  Step 4: Follow hiring managers & recruiters Find hiring managers and tech recruiters in the US/Canada who’ve posted remote jobs. → Like and comment on their posts → Send a warm DM (not a cold pitch) → Stay on their radar These relationships create long-term opportunities. Step 5: Optimize your LinkedIn profile Make your profile location say: → “Open to Remote Roles in USA & Canada” Recruiters search by location. If your profile says “Kenya” or “India,” they might assume relocation is required unless you clearly state you’re looking for remote roles. Step 6: Highlight your timezone + communication skills Companies care about async work and timezone overlap. Add something like: → “Work comfortably across EST & PST” → “Strong async communicator with 4+ years remote experience” Step 7: Prepare your pitch Once you find a job that fits, don’t just apply. → Engage with the company on LinkedIn → Reach out to an employee or the hiring manager → Show how you solve their problems Outreach > blind applications. Start your search today because roles are going fast. P.S. It’s easier if you already have a valid work visa or permit. If you don’t, focus on global-first companies or consider freelancing until you build leverage. ➕ Follow Jaret André for daily data job search strategies 🔔 Hit the bell to get practical tips that actually land offers

The other day, I was speaking with the Founder/CEO of a high-growth startup who has built the company with a global remote workforce. His insights on talent strategy perfectly captured the complexities of today's hiring landscape. "When West Coast employees wake up, Europe is already heading home," he noted. "Why would I pay Silicon Valley prices and deal with California employment laws when I can hire brilliant people in Texas, Ohio, or London who are better aligned with our global customer base?" His perspective highlighted an important reality: while remote work has transformed hiring, success requires a nuanced approach that balances global reach with local expertise. Here's how the global war for talent has evolved in 2025: 1. Geography is selective, not irrelevant - Top talent in Europe often costs 50% less than California - Time zone alignment shapes team effectiveness - Local market expertise remains crucial for certain roles - Remote-first expands options without eliminating the need for regional knowledge 2. The real cost equation has evolved - Base compensation is just one factor - Regional employment laws impact total cost - Time zone alignment affects operational efficiency - Remote infrastructure investments matter 3. The paradox of talent availability - General candidate pools have grown - Competition for specialized skills remains fierce - Technical expertise combined with business acumen is still rare - Cultural fit in remote environments is harder to assess The most interesting takeaway? Companies winning the talent war are those who've mastered the art of building high-performing teams across borders while maintaining deep market understanding where it matters most. What are you seeing in your market? How has your approach to talent acquisition evolved in this new landscape? #FutureOfWork #Leadership #RemoteWork #TalentStrategy

Wednesday Q&A Q: "Last week, you talked about relocating for work abroad. I don't want to relocate, but I would like to work remotely for a company based in another country. Where should I start?" Thanks for the follow-up! Yes, last week we talked about physically moving abroad. Staying home and going global takes a different approach. Here's what to consider: 1. Target global companies that practice remote work. Start by identifying the companies that are posting remote roles. Look into startups, tech firms, NGOs, and remote job platforms like We Work Remotely (https://weworkremotely.com), Remote OK (https://remoteok.com), FlexJobs (https://www.flexjobs.com) 2. Ensure that you are classified as global talent. Can you work across time zones? Have you worked with international teams before? Do you communicate clearly and proactively? These are key selling points in a remote international setup. 3. Adapt your resume and LinkedIn. Highlight cross-cultural skills, remote collaboration tools (Slack, Zoom, Asana), and independent work experience. Recruiters need to see that you're not just capable but also that you're remote-ready! 4. Understand legal, tax, and immigration basics. Some companies are unable to hire internationally due to local labor laws or tax complications. Others use third-party platforms, such as Deel or Remote.com, to handle contracts and compliance. Be aware that even if you're working remotely, some countries require a work permit. 5. Stand out among global candidates. Be specific and human. Talk with examples. Share your unique perspective, especially if you bring both local and international insights. If you prepare and position yourself right, the world may come to your laptop! 😉

We just pulled fresh data from Recruit, and the global remote job market is shifting fast. Here’s what’s happening: ↳ The US remains the most in-demand remote work location. 🇺🇸 For every candidate eligible to work in the US, there are twice as many who want to. The demand is massive, giving US companies access to a deep global talent pool. ↳ But Australia is the most popular. 🇦🇺 🦘 On Remote.com/jobs, Australia is a top choice for remote workers—for every one based there, 13X as many want to work or relocate there. Demand for "Destination Down Under" is soaring. ↳ Fastest-growing interest = India and the Netherlands 🇮🇳 🇳🇱 India continues to grow as a remote work powerhouse, with jobseeker traffic up 86% last quarter. Meanwhile, the Netherlands saw a surprising 69% jump, an unexpected but telling sign of shifting remote work trends. ↳ New remote hubs are emerging across APAC and EMEA. 🌏 🌍 Hiring demand in these regions is surging, with more companies building remote-first teams outside traditional markets. While the US still leads, APAC and EMEA are seeing the fastest shifts in remote hiring patterns, making them hotspots for global talent expansion. What this means for hiring managers: ✅ The global talent pool is bigger than ever. With high demand for US and Australian roles, employers can access top talent from around the world. ✅ New talent hubs are emerging. India, the Netherlands, and APAC/EMEA are seeing rapid growth. Expanding your hiring reach could be a game-changer. ✅ Remote demand isn’t slowing. Job seekers are prioritizing flexibility, making now the time to double down on remote hiring. TL;DR: The best candidates might not be where you expect. Go global, stay competitive. More insights coming soon. Stay tuned. Remote 💜

I’ve been a remote-first founder for 10+ years and I’ll let you in on the simplest recruiting hack I’ve ever found: Employ remote talent globally. That’s it. It’s been a total game changer for us at RemoFirst, where our team now spans nearly 30 countries. With today’s tech and Employer of Record services that handle compliance (yes, like what we built!), there’s no excuse to not consider opening up more of your talent pool to the world. When you don’t, here’s what you’re missing: - A broader, more diverse candidate pool that brings innovation - Faster entry into new markets (and the revenue that comes with it) - 24/7 coverage across time zones - Higher retention and productivity because people can live and work where they thrive Your company doesn't have to be fully remote. Although, that has many amazing perks too. But if your strategic roles are still tied to a single location, you’re limiting your growth and giving competitors a strong head start. Because while you’re still debating remote or general hiring policies, others are building global teams and future-proofing their businesses. The next decade of hiring belongs to companies that think beyond borders. #FutureOfWork #Recruiting #RemoteWork